5 Tips For Creating Great Recruitment Marketing Content

Do you think it is impossible to create great recruitment content if you have no previous experience, time or money? It is, if you’re not familiar with these 5 awesome tips!

Recruitment-Marketing-Tips-10-Recruitment-Content-Ideas

How to create great recruitment marketing content?

The task of creating great recruitment marketing content is causing headaches for many recruiters and HR professionals lately.

They understand the importance of inbound recruiting and they would like to make the most of it.

However, they are faced with many challenges.

These are the most common complaints that I keep hearing:

  • “How am I supposed to create awesome content? I am not a writer!”
  • “I don’t have time to create content.”
  • “I don’t have a dedicated budget.”

If these problems sound familiar to you, don’t worry! In this blog post, you will learn 5 proven tips that will help you successfully tackle these challenges and create great recruitment marketing content – even if you have no previous experience, enough time or money!

4 tips for creating great recruitment marketing content

Creating great recruitment marketing content can be an exhaustive and time-consuming effort.

But only for those who are not familiar with these 5 great tips:

Tip #1: Know your audience

The first tip for creating great recruitment marketing content is: Know your audience.

You will do that by defining your candidate persona – a semi-fictional representation of your ideal candidate. If you need help, check out our guide for creating candidate persona!

Tip #2: Focus on the candidates

The second tip for creating great recruitment marketing content is: Put yourself in your candidates’ shoes. Write about the things that your candidates would like to know. Start by presenting your employee value proposition.

Tip #3: Be authentic

The third tip for creating great recruitment marketing content is: Be authentic. Use the real photos of your employees and your office to showcase your company culture. No glossy stock photos, please!

Tip #4: Repurpose your content

The fourth tip for creating great recruitment marketing content is: Repurpose your content! It means to change the format of your content. For example, you can turn your blog post into a podcast or a webinar or even combine a few blog posts to create an Ebook!

Tip 5: Curate great content

The fifth tip for creating great recruitment marketing content is: Curate great content. It means sharing the high-quality content that someone else created. It a great solution for increasing content production while saving your time and money!

Want more great recruitment marketing tips?

You’ll find them in our Guide for the most productive recruitment marketing strategies!

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Personalize the Employee Experience by Going Digital

By: Jen Stroud, HR Evangelist and Transformation Leader, ServiceNow

You know Frequently Asked Questions (FAQs), one of the oldest and most rote tasks in the web builder’s playbook. I’m here to tell you that if you’re in Human Resources and building a knowledge base for your employees to use: Ditch those FAQs. Instead of making assumptions about what information employees want and need, figure out what questions they’re actually asking and focus your efforts there.

I call these Actually Asked Questions, or AAQs.

Implementing a knowledge base with AAQs can be a great first step in leading your organization into a new era, one in which organizations become more personalized, predictive, and seamless for their employees. This is a critical transformation. A recent survey of CHROs (chief human resource officers) reveals that more than half of CHROs (56 percent) see their roles as creating a digital, consumerized employee experience. And 77 percent, or more than three in in four, expect to see improved employee experiences from digital transformation in the next three years.

So where should you begin this daunting task of providing all information pertinent to your employee base? Start simple and take a phased approach.

To start, have your HR department take a few weeks and log every question that comes its way, whether via email, phone call, or someone flagging them down in the hallway. Build a database. See what it is that employees need to know, and what’s bubbling up as a question being asked over and over again. Use the top 20 or 30 questions to build your knowledge base. If you have the answers to those AAQs, you’ll be well on your way to creating something your employees will find useful.

When it comes to search functionality within your knowledge base, keep it simple and uncomplicated. Google became a massive company with the simplest of search pages. Learn from that. Equally important, ensure the search results are simple, too. Write answers in conversational, digestible language that employees can easily consume. You do not want to provide as the first search result your company’s entire policy. No one will read it and you’ll start the vicious cycle of phone calls to the HR department all over again.

Building AAQs does take some time. There’s work required up-front that will pay off if done right. Which means curating the content listed, not lifting and shifting information into the knowledge base from some other database or portal without carefully vetting it first. Listen to the employees. They’ll tell you what they need. And then refine that information into something easily digestible, so it’s of maximum utility.

Once you’ve built a knowledge base, keep it growing. As employees ask more questions, add them to the AAQs, because they’re coming from a place of authenticity. The knowledge base should be a living organism. For instance, perhaps when you assembled your AAQs, no one had asked about jury duty, but suddenly the courts call several of your employees. Go ahead and put that in.  One key to making the knowledge base work: Assign one person to be your knowledge manager. Especially key in the first six to 12 months after the knowledge base rolls out, the knowledge manager needs to keep a close watch on which questions are being asked, what searches are successful, and so on, so they can update and grow the database accordingly.

Here’s a bold idea that we tried, and it really worked: When you’re ready to go live with your new knowledge base, turn off your general 800-number and email accounts previously used to reach HR staff. Force employees to use the knowledge base and continue to refer them to the AAQs. Many organizations, however, find that approach too aggressive. You can still keep the lines of communication open if you like. Then if someone comes to HR with a question that could have been solved by searching in the AAQs, have HR reply with a gentle note along these lines: “I found your answer in our new knowledge base. Here’s the link.”

Either way, the knowledge base should be easily searchable on the employee-facing website/portal so you reinforce the habit of turning there first for all questions. It should also have the option to submit a new inquiry to the knowledge base, with a prompt along the lines of: Would you like to submit a case? Then the knowledge manager can respond, route their question, and take the steps necessary behind the scenes to incorporate the answer into the knowledge base for the next time that question gets posed.

That’s where the project comes full circle. You’re using real-life transactions to help inform and build your living knowledge base, ultimately serving the needs of your employees.  And with that, you’re well on your way to the new era of serving employees through digital transformation!

6 Most Common Ways Startups Are Leaking Money

In order to grow or even function, startups need to spend money, however, spending and leaking are not the same things. The greatest difference here lies in the efficiency of the investment. Every time you pay more for something that can be done with less, you are putting yourself further away from the break-even point and diminish the chance that your business will make it. In order to avoid this, you need to get familiar with six most common ways in which startups are leaking money.

Canceling your landline

Try to record every single time you receive a phone call and look at the report at the end of the month. One of the things you might notice is that, when compared to your website’s chat box, your email or even IM/DM service on your social networks, you receive relatively few calls via phone. In other words, having a landline is an option you can simply do without. Sure, if the majority of your customers belongs to the baby boomer generation, this might not be a sound idea. In any other situation, however, just outright canceling your landline might be a good idea.

Paying bills in person

Paying bills in person costs you somewhere around $12 per bill. Considering the number of bills you pay on a monthly and yearly basis this may amount to a small fortune. Most business owners, unfortunately, accept this as the inevitable expense of doing business without stopping to consider the possibility of paying these bills online. In this way, you could reduce the cost of paying for a single bill to $1,50 only, which makes this move incredibly frugal.

Inefficient marketing

The thing about marketing is that, in the past, it was nearly impossible to pinpoint its efficiency. Sure, you hire a marketing expert, let them work and experience a boost in sales, traffic and popularity. However, were you really able to tell which of the 10 techniques they used actually caused the increase? This is why John Wanamaker once said that although he knows that half of the money he spends on marketing gets wasted, he can never know which half.

Nowadays, in the era of digital marketing, such a thing is not necessarily true. For instance, when hiring SEO experts, you can insist on elaborate SEO reports on a regular basis, and thus be able to evaluate their efficiency. Even a complete digital marketing layman understands metrics like traffic, number of first-time visitors and conversion rate. In this way, you can stop spending money on areas that aren’t yielding you a decent ROI.

Not automating customer payments

In order to become reliable, customer payments need to be automated and organized into a subscription-like system. With present-day platforms and digital tools, this is fairly easy to achieve. In this way, if people forget to renew a subscription, even for a function they use every single day, you’ll automate this process so that it automatically renews. This will also mean that customers will need to cancel the subscription manually, which, on its own, might be enough to dissuade some people who are still on the fence when it comes to canceling.

Hiring unqualified people

Training people takes time and money and waiting until they acquire enough experience may cost you even more. In other words, hiring unqualified people is a clear money leak for your business, and one that can be avoided by setting just a bit harsher hiring criterion. Sure, this will diminish your talent pool or even cause more problems if you need to make an emergency hire, however, thinking about this in time is definitely a money-saving practice.

Web hosting

When it comes to web-hosting, you need to walk a thin line between free and too expensive. The first one may paint a bad image of your business, whereas high-end web hosting (although providing great ROI in the long run), may not be something you can afford. Luckily, the number of options out there is simply staggering, which should allow you to find a perfect choice, provided that you’re willing to invest a fair amount of research.

Conclusion

Apart from these six solutions, there are other ways to save money. Still, what makes the above-listed suggestion unique is the fact that it doesn’t diminish the efficiency of your research. Eliminating same-day delivery, lowering the quality of your products by skimming on supplies and laying people off directly affect your appeal and productivity. With the above-listed six examples, you get to save some money while not having to face a single significant downside.

Leverage on YOUR digitalization to make great HR & Business Decisions

Equip Global - Digital HR Transformation Masterclass 2018 logo

The digital evolution is reshaping how HR leaders function, implement strategies and make business decisions. As the digital economy evolves and as the capabilities and expectations of the workforce begin to transform, how will YOU as a HR leader respond?

How can you leverage digitalization to improve employee experiences?

What do you need to do to leverage digital technologies such as predictive analyatics, HRM systems, aritificial intellgence and other digital technologies to improve your process and make better decisions?

How do you collect and analyse large pools of employee and candidate data to improve your day-to-day work and decisions?

How can you manage organizational change in the midst of digital disruption?

All these and more, through a step-by-step approach and in a case-study driven and practical manner, will be covered in the exclusive 3-days practical course on Digital HR Transformation!

Email or visit Official Webpage to find out MORE!!!

6 Ways to Optimize Your Job Advertisements

In this blog post, you will learn 6 easy ways to optimize your job advertisement and turn them into a talent magnet.

Job-Advertisement-Best-Practices

Turn your job descriptions into great job advertisements

The problem with job descriptions?

They are basically all the same. They are all written in the same old, boring fashion.

If you want to attract top talent’s attention, you need to turn your ‘plain old job descriptions templates into compelling job advertisements.

In this article, we will show you 6 effective ways to do it!

6 ways to optimize your job advertisements

Here are the 6 ways to optimize your job advertisements:

1. Target your ideal candidates with a precise title

Your job title is the most important part of your whole job advertisement.

The title of your job advertisement is the first thing that most of the job seekers will see.

It is up to the title of your job advertisement to allure the right type of candidates to click on your job advertisement and actually read the whole thing.

The best way to ensure that is to call out your relevant candidates.

You will do that by clearly stating the name, level and location of a position you are looking to fill.

2. Grab candidates’ attention with your first paragraph

Your job title’s role is to attract the attention of your perfect candidates, but it is up to your first paragraph to sell the job.

This paragraph is your unique chance to hook candidates and lure them into reading the rest of your job advertisement.

How will you do that?

Answer the most pressing question buzzing around their head: What’s in for me?

You will do that by concisely presenting the highlights of your Employee Value Proposition.

3. Keep your job advertisement short

Indeed’s research shows there is an optimal length for job content to attract the best
candidates.

Roles with descriptions between 700 and 2,000 characters get on average 30% more applications.

According to Indeed, you should try to:“Strike a balance between providing enough detail in your job advertisements and being concise. You don’t want to overwhelm job seekers with pages of content if a single page is all that’s needed.

4. Use reader-friendly formatting

Format your job advertisement for easy reading.
Write shorter sentences and use simpler phrases. Break down big blocks of text in smaller paragraphs.  Use titles and subtitles. Bold the most important information. Write the job requirements in a form of a list. People love lists! 😊

5. Don’t be boring!

Most of the job advertisements are too formal.

You don’t want your job advertisement to sound a boring business document!

A good practice is to write your job advertisement like you’d say it – to a friend!

Avoid commonly used phrase such as “the successful candidate” or “the ideal applicant”.

Write in the second person – use the word “you” to directly address your candidates.

6. Use a friendly tone of voice

When it comes to the tone of the voice in which your job advertisements should be written, the best practice is to apply your Employer Brand’s tone of voice.

Using your authentical tone of voice in your job advertisement will help you hire the best talent by finding the perfect fit for your company culture.

 

3 Secrets to Reducing Your Employee Churn Rate

Reduce your employee churn rate with these tips.

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Despite this, only 44% of companies offer a mentorship scheme.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

  • How employees feel about the working environment
  • What their commute is like
  • What their relationship is like with their manager
  • How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

When an employee speaks highly of you when they leave, they’re more likely to return for a future position, or even to recommend roles to their friends and family. Since referrals are one of the best ways to hire the right person for the job, this can make a huge difference to your hiring process, and further improving your employer brand.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

Create a better employee experience with calendar sync

Simple, repetitive tasks quickly add up to days wasted every month. This means employees achieve less and businesses don’t grow as quickly as they could.

Discover how automation and calendar sync could save you and your team time (and money!) in our new white paper. Download your copy today!

Source: 3 Secrets to Reducing Your Employee Churn Rate | The Cronofy Blog

Build an Employee Referral Program in 4 Easy Steps

In this blog post, you will learn how to build an effective employee referral program in 4 easy steps!

Employee-referral-program

How to build an effective employee referral program?

Thinking about building an employee referral program for your company?

Congratulations!

You are on your way to find qualified candidates easier, faster and cheaper!  

Employee referral programs can significantly improve your time, cost and quality of hire.

However, to achieve the highest return on investment (ROI) of your employee referral program, you need to build an effective, structured employee referral program.

In this article, you will learn how to do that in 4 easy steps!

4 easy steps for building an effective employee referral program

Here are the 4 steps for building an effective employee referral program:

Step #1: Plan

First, you need to understand and define your hiring needs and resources.
Then you need to set up specific, measurable and time-bound goals.

Finally, you need to allocate all the resources you will need to set up your employee referral program and achieve your goals

Step #2: Design

Make a life a lot easier for your hiring team and your employees by automating your employee referral process. Modern Applicant Tracking Systems have built-in automated employee referral programs.

Next, you need to make the rules of your employee referral program clear, consistent, transparent and fair by setting up an official employee referral program policy that will contain all the rules in one place.

Finally, you need to design an effective employee referral bonus program.

Step #3: Promote

Organize a special event to introduce an employee referral program to your employees or simply have your CEO announce your new program in the regular all-hands company meeting.

To keep your employee engaged, create specialized campaigns to promote your employee referral programs.
Organize employee referral parties, include a note about your employee referral program in your company newsletter, print out employee referral posters, etc.

Step #4: Maintain

Make sure you recognize the effort of your employees and show your appreciation.  

for their contribution to your company. Reward them and celebrate each and every successful hire made through employee referrals.

It is also important to track and measure the results of your employee referral program.

Analyzing your results will also help you discern your best practices and bottlenecks.

4 Companies With the Best Employee Referral Awards

How do successful companies motivate their employees to take part in employee referral programs? Discover the secrets of the 4 companies with the best employee referral awards!

4-Most-Innovative-Employee-Referral-Bonus-Ideas

Employee referral awards: A perk or a necessity?

Let’s make one thing clear – great employee referral awards are not just another, cool perk that big brands use to showcase their Employer Brand.

Great employee referral awards are a necessity if you want to motivate your employees to take part in your employee referral program.

It is not enough to simply setup up a structured employee referral program.

Yeah, you as an HR professional might be excited about your brand new employee referral program because you know it can significantly improve time, cost and quality of hire.

However, your employees won’t share your excitement if you don’t lure them in with some great employee referral incentives!

So what type of employee referral awards work best?

Let’s take a look at the industry best practices.

4 companies with the best employee referral awards

1. Google

Google found out that giving its employees trips to Hawaii is better than offering them a $1M employee referral cash bonuses.

It may not be the first thing that comes to your mind, or even your employees’ mind when you ask them what they would like.

However, according to Google, it is what makes employees happier than cash incentives.

➡️ Key takeaway:

Test out Google’s best practice with your own employees!

Although your company probably can’t afford to send your employees to Hawaii, look or a more affordable trip option you can offer your employees.  

2. DigitalOcean

DigitalOcean launched its new referrals incentive structure in May 2017.

For each referral candidate who is hired, the referring employee received a $3,500 referral bonus in addition to a $1,500 charitable donation paid by DigitalOcean on the employee’s behalf.

The result? By the end of 2017, 40% of DigitalOcean’s new hires have been acquired through referrals.

➡️ Key takeaway:

Structure your employee referral bonuses to serve a good cause.
Instead of offering a cash prize, offer to make a donation to your employee’s favorite charitable organization.

3. Hewlett Packard Enterprise

Instead of focusing solely on great employee referral awards per se, Hewlett Packard Enterprise builds a culture around it.

They regularly organize company events to honor and publicly recognizes employees who refer qualified candidates.

By recognizing their referring employes as “champions” and celebrating their success, this company achieves a greater employee engagement.

➡️ Key takeaway:

Don’t focus only on your employee referral awards and forget to thank your employees for referring great candidates!  Even if their candidate doesn’t end up hired in the end, you should still think of a way to thank them for their time and effort.

4. Distillery

Distillery is a software development company that has struggled to find and attract highly-qualified software developers.

This is why they turned to their current software developers and asked them to recommend great candidates.

Along the way, they discovered that their employees are most motivated when offered new gadgets such as a new iPhone or Apple watch.

➡️ Key takeaway:

There is no universal best type of employee referral bonuses that works for every company and every employee. You need to do your research and find out what works best for your own employees

Looking for more employee referral award ideas?

In this blog post, we presented 4 companies with the best employee referral awards.

Hopefully, they inspired you and helped you come up with great ideas for your own employee referral awards!

Still looking for that perfect employee referral award?
Check out our list of the top 50 employee referral reward ideas!

How to Build a Successful eCommerce Brand

We live in a world of global trading, a world where eCommerce is on a perpetual upward trajectory, fuelled by an ever-increasing demand for goods of all shapes and sizes in a seemingly endless marketplace. This is truly the dawn of a new age for entrepreneurship, as nowadays everyone and anyone with a solid Wi-Fi connection and a laptop can launch and grow their online store, and establish a global reputation.

That said, the eCommerce market is an extremely populated one – some might deem it oversaturated as well – which begs the need for a unique approach to branding, marketing, and positioning in order to set yourself apart from the competition. Acquiring loyal customers requires meticulous preparation and effective implementation, so here is your essential guide to building a successful eCommerce brand that will pave the road to a prosperous future in the industry.

Make it personal

In a sea of mediocrity and monotony, an expansive marketplace where every online store resembles the other and customers have no real way of distinguishing between brands, there is an imperative to build something truly unique and different, something that will resonate with the hearts and minds of your demographic. And your best bet is to create a personal brand people will know and love.

Now, a personal brand can take numerous forms, and even if you don’t want to base the brand’s personality on your own story, you do you want a smiling face and a friendly voice to be the key portrayers of your business. Why? Because in a sea of corporations looking to make a quick buck, people will want to connect and develop a relationship with an image that is relatable, personal, and trustworthy.

So instead of going for the shotgun approach and creating yet another online store that bears no unique trait whatsoever, focus on tailoring a story and an image based on relatable values, a brand your audience will want to be a part of, and share across the online universe.

Find your niche and USP

Of course, a brand cannot hope to find its unique voice and visuals without first discovering its most prospective niche, probing deep into the habits of its target demographic, and establishing its unique selling proposition. In a world of hot commodities and ever-changing trends, you want to find a lucrative and prospective niche, preferably one that will allow you to grow and not get overwhelmed by the sheer number of competitors.

Finding such a niche is not an easy task. Hot commodities such as tech might seem appealing, but the competition is so vast that you might never achieve the success you dream of. But regardless if you choose to sell smart gadgets or baby accessories, you need to develop your unique selling proposition in order to solidify your standing in the market, and motivate people to join your brand.

Design, integration, simplicity

When it comes to building success in the eCommerce arena, website design will play a vital, if not the key role. Your entire business depends on the development and implementation of a strong, recognisable brand. That’s why your online presentation needs to portray this in the best way possible.

Take the Australian eCommerce market as a prime example of the importance of branding, and try to implement their methods into your own strategy. Companies specialising in website development in Sydney and other entrepreneurial centres in the country give priority to meticulous web design that does not only speak the true language of your brand, but boasts full integration, including mobile optimization and transparency. This way, you will win over the crowd with an amazing design, but by keeping it transparent, optimised, and simple, you can even speed up the decision-making process and boost conversions.

Prioritise customer experience

Another crucial element that will define the future of your online business is customer experience. The fate of your business literally depends on the positive to negative feedback ratio, and as a growth-oriented company trying to outpace the competition, you cannot afford to receive any negative feedback.

This is why you need to develop effective channels of communication with your demographic, work on continuously improving your processes, and act on valuable customer feedback in order to drive innovation. Not only will this boost your brand recognition and customer loyalty, but you will be able to always stay one step ahead of the competition as well.

Create stellar content

Last but not least, it’s important to recognize the power and potential of content marketing. Just because what you’re selling is inherently appealing to the public, or because it’s something everyone needs doesn’t mean that your products shouldn’t have a unique story, message, and support a certain set of values.

Remember, a product without a creative description or story is just another product on the web, but if you give it a unique name and a purpose, people will have something to connect with on a deeper level, and thus become your lifelong customers. They will become a part of your brand.

In the overly competitive eCommerce arena, you cannot afford to lose time and money trying to beat your peers. Instead, you need to focus on the consumer, and create a brand your target demographic will connect with on an emotional level. Only this way will you be able to pave the road to long-term success in the online world.

8 Most Important Employee Referral Statistics

Here is the list of the 8 most important employee referral statistics you should know!

The-ROI-of your-Employee-Referral-Program

What’s all the fuss about employee referral programs?

Employee referral programs have become on of the most popular recruiting strategies for finding qualified candidates.

It has been argued that every company should have an employee referral program.

However, implementing an effective employee referral program is not as easy as posting jobs on job boards.

It takes a significantly greater amount of time and effort.

So is it worth it?

Let’s have a look at the data!

List of the 8 most important employee referral statistics

Here is the list of the 8 most important employee referral statistics:

1. Employee referrals have the highest ROI

  • 82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI). (Source: CareerBuilder)

2. Employee referrals reduce time to hire

  • Referred candidates are 55% faster to hire, compared with employees sourced through career sites. (Source: HR technologist)

3. Employee referrals reduce cost per hire

  • Employee referral programs can save companies $3,000 or more per hire! (Source: Recruiter.com)

4. Employee referrals improve the quality of hire

5. Employee referrals reduce the turnover rate

  • After two years, retention of referred employees is 45% compared to 20% from job boards. (Source: FirstBird)

6. Employee referrals generate more profit

Employees who were hired through referral programs produce 25% more profit for their companies than new hires hired via other sources. (Source: FirstBird)

7. Employee referrals improve offer acceptance rate

Referred candidates are more likely to accept your job offer by a statistically significant 2.6-6.6 percent. (Source: Glassdoor)

8. Employee referrals bonus costs

Does your company have the effective Employee Referral Program?

These statistics build a compelling case for having an employee referral program.

Compared with other recruiting strategies (such as job boards, career sites, etc.), employee referral programs have the highest return on investment (ROI).  

Employee referrals are a great way to improve your time, cost and quality of hire.

If your company still doesn’t have an effective employee referral program, you’re way behind.

But don’t worry, you can get back on track in no time – check out our Guide for setting up an effective employee referral program and start building your own employee referral program today!